Leadership and Its Essential Qualities - Research Paper Example

? Leadership The paper will entail the critical examination of leadership and its essential qualities that are widely practiced in the overall leadership styles. The paper will take into account all those prominent leadership factors and practices that can be effectively utilized in the course of developing effective leadership skills amid the individuals and grooming individual skills. In this project, various relevant features will be highlighted that are required for developing proper leadership qualities in such a way so that these can influence other people to follow and value those leadership qualities in the most promising manner. Introduction The study will encompass various learning associated with the concept of ‘leadership’ in the context of management of people. The term ‘leadership’ is fundamentally described as the ability that an individual possess in relation to making effective pathways for others to follow. It is also regarded as a practice in which the actions of different individuals are set to move in a definite direction by a single individual. In addition, the factors that significantly influence the development of leadership among different individuals will be analyzed upon. At the same time, the extent towards which people are influenced by diverse leadership traits and the degree up to which the leadership skills are practiced will be examined upon. The study will also postulate a comprehensive understanding about the term ‘manager’. In addition the roles of a manager will be analyzed upon and the similarity between the duties of a manager and leader in relation to managing as well as guiding people will be identified and studied upon. The paper will also highlight those factors that are crucially required for managing people in the most proficient manner. It will give an opportunity to put oneself in a leadership position and put on different self-practices concerning the implementation of proper leadership tactics and practices (Western, 2007). Thesis Statement The primary purpose of the paper is to highlight those practices that reflect leadership qualities and values. The study will assist in delivering a proper idea regarding leadership and the various activities associated with it. This will help in determining the extent towards which leadership can be developed among individuals and self. Another major goal of the paper is to identify those factors that are required for becoming an authentic leader having innovative and extraordinary skills creating a positive mark in the minds and eyes of various followers. Furthermore, this study will also propagate similarities and dissimilarities concerning leadership and management skills. It will further identify that whether every manager need to possess effective leadership skills or not. It will thus provide a greater aid in creating a distinct idea towards the understanding of the concept of leadership in a broad manner and will also provide a comprehensive understanding about the implementation of leadership skills in practical life. In Your Opinion, What Does It Take To Become An Authentic Leader Who People Want To Follow? Leadership skills are developed on the basis of integration of various skills such as, communication skills, problem solving ability, conceptual abilities and autocratic nature among others. An ideal leader needs to sum up all his/her resources and implement those whenever required. A proficient leader needs to act quickly depending upon the situation and should be able to provide with quick time solutions for mitigating any sort of difficulty or risk. In order to become an authentic leader, one must be continuously involved in delivering those skills that can cope up various challenges or resolve any complex situation. Besides, the leader must constantly attempt to create significant amount of differences in relation to the traditional leadership styles and practices of a leader. Authentic leaders are often considered to be the outstanding performers in their respective fields and also regarded to be quite hard workers as they use their natural leadership skills to solve the most difficult tasks (George, 2003). An authentic leader can be distinguished from any other leader when he/she can deliver the most effective results while exploiting the available resources and manpower effectively. The main priority of an authentic leader is to provide proper output and to work in accordance with the fulfillment of predetermined goals. If a leader can follow all the above mentioned positive traits along with possessing self-motivational and persuasive skills, then an individual is said to be an authentic leader. If an authentic leader can deliver all these above attributes in a skillful and a managerial manner, then he or she can encourage others to follow him/her. It can be affirmed that ideal and progressive leaders are always honored and admired for their dedication of conducting various activities effectually and possessing the skills to make effective decisions (Malphurs, 2003). Does Every Manager Need To Be A Leader? In this similar context, the roles of managers and leaders are often viewed to be quite similar in most of the circumstances. But in general context, a leader is considered to be much broader as compared to a manager. As per various studies, it can be argued that the role of a manager cannot be considered as quite extensive as the primary duty of a manager is to manage the activities of a particular business and the employees. On the other hand, it can be admitted that the role of leaders are much broader which requires them to perform numerous activities beyond just managing the people and the business. There are numerous management skills along with the managerial attributes of a leader that can be adopted and implemented by a manager. A manager can rely on the traits of a leader in order to perform their vivid tasks. Moreover, a manager can broaden his/her skills relating to the management of people with the possession of different sorts of leadership skills. Besides, a manager can develop his/her ability in a broader context in relation to the business and the management. This might be owing to the reason that a leader is known for critically analyzing business perspectives in a very extensive manner. Also, a manager is viewed to put pressure on individuals for the accomplishment of certain group goals or objectives. But, a leader generally influences people with their behaviors and motivates them to work towards the attainment of predetermined goals and objectives rather pressurizing the individuals. It can be stated that the traits of a leader are well versed to attract individuals in order to follow the styles and strategies of a leader. It initiates great source of inspiration when people notice a leader and listen to his/her speeches. It is worth mentioning that a proficient leader does not require making any effort towards attracting his or her followers. Eventually, people naturally get attracted to the traits as well as the attributes of a leader and he/she does not need to make any extra efforts. A manager coupled with managerial skills can therefore learn and follow all those attributes of an ideal leader that can assist towards making proactive management of people and business as a whole (Day, 2001). A manager can also follow prominent skills of a leader to develop his/her competencies for attracting and influencing his/her fellow employees and teammates in an organizational context. A leader sets standards for individuals that can be followed in the organizations and also by the public in general. These are the standards which derive positive and skillful attitude and can be followed by anyone. A manager can take proper note from these attributes and standards and can apply into the practical fields skillfully. Thus, there are numerous methods through which a manager can effectively grasp the skills of a leader and can implement it in his/her style of management (Sadler, 2003). Why Is Leadership Portrayed In Terms Of How Managers Manage People? Leadership is duly considered to be a skill which is developed by considering the various fundamental thoughts and values. In order to follow proper leadership functions, one need to continuously strive on developing individuals skills relating to management, self-discipline, values, positive traits and creativity among others. Leadership is often regarded as similar to functions relating to management, as leadership in some occasions is virtually related with the management of people. This is due to the reason that leadership function also involves management and directing of teams by a certain extent. The role of a leader is quite diverse and it also involves assisting large group of people while rendering leadership function. Leaders are responsible for guiding and monitoring individuals towards right path and direction. The priority is to let the individuals achieve their individual along with group goals and objectives. A leader has to continuously set standards and need to follow proper fundamental rules and policies so as the individuals are swayed to follow the same standards and fundamental policies. The role of a leader is often considered to be complex as there are numerous activities involved in it. The toughest part while performing leadership function can be associated with involving the individuals for following a particular trait or practice in accordance to the leadership values of a particular leader (Daft, 2008). In an organizational perspective, there may be different employees whose experiences in the professional fields may vary. There may also be individuals who may be very experienced and skilled. These employees may sometimes abstain from following the standards laid down by a particular leader or a managerial head. Experienced employees may find their individual styles and processes of work to be unique and different from others. In such situations, a leader may have to face with severe challenges. Therefore, a leader has to create certain benchmarks that are widely acceptable, practicable and followed by everyone. Similarly, the role of a manger is to manage people/employees and ensure all the activities that relates to the fulfillment of the management’s goals and objectives. For achieving the broad objectives of an organization, a manager needs to constantly motivate the team members and ensure proper flow of services from their part. A manager’s first and foremost responsibility is to accomplish certain specific assigned tasks and duties. Correspondingly, the completion of these tasks and duties require a manager to rely on his/her fellow team mates as well as creates a need to apply his/her skills and abilities in the best possible manner. Subsequently, a manager tends to play his/her role in a much diversified manner and also inclined to follow many critical measures for the completion of the task in terms of largely depending upon the team’s performances that he/she as a manager leads (Sloane, 2007). Thus, from the above understandings it can be affirmed that a manager and a leader are required to perform varied functions. Their duties involve managing and influencing people by setting standards and practices and enabling and influencing the people/employees to follow those standards and the specific guidelines. Considering these instances, it can clearly be said that the role of a manager and a leader has upholds manifold similarities in their duties and both them manage people in a diversified manner (Jandaghi, Matin & Farjami, 2009). Thus, owing to these similarities between the functional dimensions of managers and leaders, leadership is often portrayed in terms of manager’s abilities to manage people. How Can You Be Said To Lead People When You Have The Authority To Tell Them What To Do? Leadership, as per the above discussion can be considered as one of the most diversified roles in the overall context of management. Leadership entails activities which seeks the involvement of individuals for performing a particular task concerning with the accomplishment of predetermined goals and objectives. The role of a leader may differ depending upon the prevailing situation and events which may demand postulation of actions different from the universal standards and sequences. There may be situations in which an individual may get the opportunity to lead a group of people/employees. As per the current leadership practices, an action that involves full transparency in the work practices and functioning can be followed. The individuals/employees are required to be provided with the opportunity to freely share their thoughts and preferences regarding the assigned job practices by a leader. They should be given the opportunity to critically analyze the merits and demerits of performing a particular job function that is affirmed by the leader. This way it will lead to all round satisfaction on the part of the employees. Valuable efforts should be made to make the employees feel contended with the overall working practices from the part of the leader (Smircich & Morgan, 1982). The employees should widely be given the liberty to choose numerous practices and functions that seem to benefit the overall structure and functioning of an organization. In order to lead a particular set of people, the basic strategies that can be followed needs to coincide with the organizational goals as well as employee’s interest. Contextually, adherence to such practices will eventually lead towards increased employees’ efficiency which will ultimately lead to increasing the all-round competency of organization. In order to lead a team successfully, an implementation of an open information sharing policy should be done. This strategy can be effectively utilized by way of allowing the employees to suggest appropriate management policies and practices from their parts. Moreover, efficient feedback system should be established in order to get updated with strengths and loopholes related with the current practices of leadership. This strategy will entitle numerous business ideas and thoughts that can prove to be very beneficial for an organization. A leader can analyze the ideas generated from different members of a group and can critically evaluate the effectiveness of each of the ideas. The appropriateness of the ideas received from the followers can be re-visualized and based on these ideas a leader can frame better and improved polices and principles facilitate in mutual benefit of both organization and employees. This way it will help in utilizing each of the ideas generated by the employees and they will feel valued, contended and accustomed to follow the formalized policies and practices. Such practice will further contribute towards increasing employees’ morale and will instinctively enable them to improve their performances. All these activities will entitle the leader to derive specific benefits while demonstrating the leadership skills (Adair, 2007). Conclusion From the above studies, it can be understood that leadership is one of the most diversified roles in the overall context of management. The roles and responsibilities of leader generally vary depending on the prevailing situations and events. It has been identified that there persists various ways and practices which can be followed for shaping an individual as an authenticated and a successful leader. The project also revealed numerous significant factors reflecting the similarities and the differences in the roles of a manager and a leader. The comprehensive understanding about the various components of leadership facilitated in determining those broad instances whereby a manger may find it helpful in following the positive traits and styles of a leader for proficiently performing their vivid tasks. The various attributes discussed above showcased the relationship between leadership practices and management practices that are practicable from the part of the managers. Moreover, a brief understanding related with various strategies that can be adopted for leading a particular team or a group of people is also duly identified. References Adair, J. (2007). Leadership for innovation: How to organize team creativity and harvest ideas. United Kingdom: Kogan Page Publishers. Daft, R. L. (2008). The leadership experience. India: Cengage Learning. Day, D. V. (2001). Leadership in development: A review in context. Leadership Quarterly 11(4), pp. 582-620. George, B. (2003). Authentic leadership: Rediscovering the secrets to creating lasting value. India: John Wiley & Sons. Jandaghi, G. Matin, H. Z., & Farjami, A. (2009). Comparing transformational leadership in successful and unsuccessful companies. African Journal of Business Management 3(7), pp. 272-280. Malphurs, A. (2003). Being leaders: The nature of authentic Christian leadership. United Kingdom: Baker Books. Sadler, P. (2003). Leadership. United Kingdom: Kogan Page Publishers. Sloane, P. (2007). The innovative leader: How to inspire your team and drive creativity. United Kingdom: Kogan Page Publishers. Smircich, L., & Morgan, G. (1982). Leadership: The management of meaning. The Journal of Applied Behavioral Science 18(3), pp. 260-272. Western, S. (2007). Leadership: A critical text. India: SAGE. Read More